Dear Colleagues,
Our Company is a promoter driven organisation shaping into professionalism gradually. Organisation growth rate is more than 40% every year. It is one of the most aspiring organisation in the east india.
In last one year we have developed a profesional HR Team compsiring of VP HR, AGM HR, Sr. Manager HR, Asst. Manager Payroll & Exe. Admin.
In this organisation few people enjoys certain previliges which needs to be stopped immediately to strengthen the HR practices. These people shares very good relations with the promoters, what every they say to the management they believes.
I have found from last few days that they have started complaining against me now that I am not talking to them properly and my behaviour is not good with them. As I look after (Sr. Manager HR) the compliance of discipline, putting HR practices & policies in place, I am not able to make everyone happy at the same time comlaints against me are mounting up.
Now I have heard that management has taken a decision now to not to continue with me and wants me to leave the job.
Kindly sugest me what should I do now, I can get an alternate job but ethically I am really not willing to leave this oranisation especially in this shapinmg phase.
Kindly give your opinion.
From India, Calcutta
1Our Company is a promoter driven organisation shaping into professionalism gradually. Organisation growth rate is more than 40% every year. It is one of the most aspiring organisation in the east india.
In last one year we have developed a profesional HR Team compsiring of VP HR, AGM HR, Sr. Manager HR, Asst. Manager Payroll & Exe. Admin.
In this organisation few people enjoys certain previliges which needs to be stopped immediately to strengthen the HR practices. These people shares very good relations with the promoters, what every they say to the management they believes.
I have found from last few days that they have started complaining against me now that I am not talking to them properly and my behaviour is not good with them. As I look after (Sr. Manager HR) the compliance of discipline, putting HR practices & policies in place, I am not able to make everyone happy at the same time comlaints against me are mounting up.
Now I have heard that management has taken a decision now to not to continue with me and wants me to leave the job.
Kindly sugest me what should I do now, I can get an alternate job but ethically I am really not willing to leave this oranisation especially in this shapinmg phase.
Kindly give your opinion.
From India, Calcutta
Dear Mr. Banerjee,If the company is asking you to leave the organistion then there is no point staying or wishing to work with such company which can be harmful to you in long term ...is one aspect.But as you honestly suggested that in this emerging period of company we would like to contribute your best towards its success is nobel thinking. If you strongly feel that you are true and just because of some people will not be getting benifitted with the new polices they are creating this nuisance against you to prserve their ego..then immediately make it clear to your managemengt in written and explain in brief how the company is going to making profit because of this. Even also mention that your this policy is going help to the major population of the company insated of just a upper management cadre.Prepare a report, fix up an meeting, put across your plan and projections for the company. Be bold while dealing with them. If still your management is not ready to listen your views then in my point of view its better to move from there.Regards,Mona
From India, Mumbai
From India, Mumbai
Hello,
Despite all talk of LPG (Liberalization, Privatism and Globalization) the professionalism in our country is more suspect than real, and more so in the ownership dominated/controlled/managed organization. This is a rather bold generalization but the fact is, in our culture "individual/s" matter ("who" becomes more important than "why") and the closer you are to the power centre, the more effective you are.
But HR has to suffer this environment and add value that owners can see and feel. This may take a long time and could be quite stressful. But then whoever said that HR is a "bed of roses".
HR credibility rests on facts, objectivity, competence, communication and on value sanctification n the organizational environment. This is not a quick fix.
It seems you have landed the organization in an initial stage of establishing HR culture. You have to be patient, proactive, communicatiove and demonstrate HR's commitment as welfare and development of the members of the organization.
I would suggest that you prepare time table for HR function to be established, discuss with the Boss (owner) and the power lobbyists and make them a party to the Plan of Action. Let it appear as their ideas that you are implementing. Ensure that you generte no threat perceptions and keep on sending out consistently approachability and orientation to be os service to people.
When you earn acceptability in the hearts and minds of the members of the organization from the owners to employees, your task will be relatively simpler.
The task before you is challenging, not simple and unless you work on a well thought out concept, startegy and follow up with appropriate actions the task will become more difficult.
Need more help. please raise your queries without any reservation.
Regards
samvedan
July 31, 2008
-------------------------------------------
From India, Pune
Despite all talk of LPG (Liberalization, Privatism and Globalization) the professionalism in our country is more suspect than real, and more so in the ownership dominated/controlled/managed organization. This is a rather bold generalization but the fact is, in our culture "individual/s" matter ("who" becomes more important than "why") and the closer you are to the power centre, the more effective you are.
But HR has to suffer this environment and add value that owners can see and feel. This may take a long time and could be quite stressful. But then whoever said that HR is a "bed of roses".
HR credibility rests on facts, objectivity, competence, communication and on value sanctification n the organizational environment. This is not a quick fix.
It seems you have landed the organization in an initial stage of establishing HR culture. You have to be patient, proactive, communicatiove and demonstrate HR's commitment as welfare and development of the members of the organization.
I would suggest that you prepare time table for HR function to be established, discuss with the Boss (owner) and the power lobbyists and make them a party to the Plan of Action. Let it appear as their ideas that you are implementing. Ensure that you generte no threat perceptions and keep on sending out consistently approachability and orientation to be os service to people.
When you earn acceptability in the hearts and minds of the members of the organization from the owners to employees, your task will be relatively simpler.
The task before you is challenging, not simple and unless you work on a well thought out concept, startegy and follow up with appropriate actions the task will become more difficult.
Need more help. please raise your queries without any reservation.
Regards
samvedan
July 31, 2008
-------------------------------------------
From India, Pune
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